درخت حوزه‌های تخصصی

Purpose: Considering the importance of job motivation in educational jobs, the present study was conducted to construct and evaluate the psychometric properties of teachers' job motivation questionnaire. Methodology: The present study was applied in terms of purpose and descriptive-correlational in terms of implementation method. The study population was elementary school teachers in Tehran in 2019-20, which the sample size was estimated 400 people based on Cochran's formula and were selected as a sample by multi-stage cluster random sampling. Data were collected by a researcher-made job motivation questionnaire (49 items) and analyzed by exploratory factor analysis and structural equation modeling in SPSS-22 and AMOS-24 software. Findings: The results showed that teachers' job motivation had 2 factors and 9 components; so that the external factor of job motivation includes four components of school environment, payroll system, leadership style / managerial support and performance appraisal and reward and the internal factor of job motivation includes five components of in-service training, work and cognitive interests, effective communication, perfectionist thoughts and selection and the factor loading of both factors and all nine components were significant at the confidence level of 0.99. Also, the content validity of the instrument was confirmed by experts and the convergent validity of the instrument was confirmed by the correlation coefficient of the score of each factor or component with the total score of the instrument. In addition, Cronbach's alpha reliability for the whole instrument was 0.92, external factor of job motivation 0.85, internal factor of job motivation 0.89 and components of school environment 0.75, payroll system 0.66, leadership style / managerial support 0.91, performance appraisal and reward 0.65, in-service training 0.82, work and cognitive interests 0.90, effective communication style 0.81, perfectionist thoughts 0.83 and selection was 0.71. Conclusion: Teachers' job motivation questionnaire was a valid and reliable instrument. As a result, specialists and planners of the education system can use it to review and evaluate the current situation of teachers' job motivation and provide solutions to strengthen their job motivation.

Purpose: The aim of the present study was to identify and explain dimensions, components and indices of human resource development in Sama organization. Methodology: The study method was applied in terms of purpose, mixed (quantitative-qualitative) exploratory in terms of data type, and descriptive-correlational survey in terms of data collection time. The statistical population in the qualitative part included the academic experts and officials from the Sama organization (chairmen and assistants, human resources department, human resources experts, assistants in the units, human resource officials in the units), among them, 15 people was selected as the sample size using judgmental sampling method based on the theoretical saturation principle. The statistical population in the quantitative part included all staff of Sama organization, whose number was 2898 (2223 permanent employees and 675 temporary employees). Out of this number, 391 persons were selected as the sample size using multistage random cluster sampling method. Findings: In this research, the data obtained from the qualitative part were analyzed through content analysis, and the collected data in the quantitative part, according to the research questions, were analyzed through descriptive (mean, standard deviation, tables, etc.) and inferential statistics (structural equation modeling, exploratory factor analysis and one-sample T test) using Spss and Lisrel software. Conclusion: The results showed that empowerment, job performance and improvement are the elements of human resource development in Sama organization. Also, given to the proposed mechanisms, facilitators and barriers, a model with appropriate fit was designed